What are the responsibilities and job description for the IMPACT TEAM DIRECTOR OF BUSINESS TRAVEL position at Crescent Hotels & Resorts?
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Description
Crescent Hotels & Resorts is seeking an experienced and driven Impact Team (Task Force) Director of Business Travel to support our properties.
We Are Committed To Providing You With
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
Save this job
Description
Crescent Hotels & Resorts is seeking an experienced and driven Impact Team (Task Force) Director of Business Travel to support our properties.
We Are Committed To Providing You With
- Highly competitive wages
- An exceptional benefit plan for eligible associates & your family members
- 401K matching program for eligible associates
- Flexible scheduling to allow you to focus on what is important to you
- Discounts with our Crescent managed properties in North America for you & your family members
- Develop and Implement Sales Strategies: Craft and execute innovative sales plans to attract both business transient and leisure guests, maximizing revenue and occupancy.
- Client Relationship Management: Build and nurture strong relationships with corporate clients, travel managers, lifestyle agencies, advisors, and key decision-makers.
- Market Analysis: Stay ahead of industry trends and competitor activities to identify new business opportunities and maintain a competitive edge.
- Sales Presentations: Conduct engaging presentations and site visits to showcase our exceptional facilities and services. This includes travel/tradeshow opportunities as well to support driving our brand and garnering partnerships.
- Contract Negotiations: Negotiate contracts and agreements with corporate and leisure companies, and clients, ensuring mutually beneficial terms.
- Collaboration: Work closely with the marketing and operations teams to create seamless guest experiences and promotional campaigns including support of budget and appropriate campaign funds/partnerships/inclusions to drive ROI.
- Reporting: Monitor and report on sales performance, providing insights and recommendations for continuous improvement.
- Proven experience in hotel sales, preferably within the business transient and leisure luxury segments.
- Strong network of corporate contacts, travel managers, and leisure agencies.
- Ability to travel to multiple properties two weeks a month.
- Excellent communication, negotiation, and presentation skills.
- Ability to thrive in a fast-paced, dynamic environment.
- Passion for delivering exceptional guest experiences.
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
Save this job
